Professor Mohamed Branine

Dean of School

School Dundee Business School

Department Central School (DBS)

Contact info

+44 (0)1382 30 8438


I’m a Professor of International Human Resource Management and an Academic Fellow of the Chartered Institute of Personnel and Development (CIPD). 

Over the last 20 years, my work has focused on culture and human resource management with special emphasis on flexibility, diversity, equal opportunities and social inclusion.

My research is recognised for its contribution to the contemporary understanding of people management in different cultures and the efficient use of flexible working practices, equal opportunities in relation to gender and age, employment initiatives, and employment prospects for young people leaving third level education.

I have conducted research and consultancy work in the following areas:

• Human resource management
• Cross-cultural management
• Graduate recruitment and labour market trends
• Environmental awareness in the workplace
• Job creation and social inclusion
• The response of employees to organizational change

To date, I have published two books, over 60 research papers – many of which I have presented at national and international conferences - and examined more than 50 PhD and MPhil students. 

I am a guest lecturer at universities in the UK and abroad including the University of British Colombia and the University of International Business and Economics in Beijing.

Professor Branine has made extensive contribution to teaching, learning, assessment and course preparation at undergraduate and postgraduate levels as well as the supervision of research students at Masters and Doctoral levels. He has excellent record of good teaching performance in respect of his own specialist course units and has demonstrated a sustained capacity for leadership in curriculum development and facilitating student learning. He has also examined undergraduate and postgraduate degree courses at a number of universities in the UK and abroad. His current teaching subjects include: 

  • Managing Across Cultures (UG)
  • International Business and Management (UG)
  • International Human Resource Management (UG)
  • International and Comparative Human Resource Management (PG)
  • Business Research Methods (PG)
  • Leading and Managing Change (UG)
  • Strategic HRM and Organizational Change (PG)

Professor Branine has conducted research and consultancy work in the areas of:

  • Human resource management, with particular interest in the attraction and retention of talent, managing diversity, flexible working practices and job satisfaction.
  • Cross-cultural management, with particular interest in managing human resources in different cultural settings and cross-cultural leadership
  • Graduate recruitment and labour market trends in a comparative context
  • Environmental awareness in the workplace
  • Job creation and social inclusion
  • Employees' response to organizational change

He has written two books and more than 60 research papers and refereed journal articles and presented more than 50 papers at national and international conferences.

Selected Recent Publications

Branine, M. (2011), Managing Across Cultures: Concepts, Policies and Practices, Sage Publications: London

Branine, M. (2017), Religiosity, Ethics and the Spirit of Capitalism in HRM, in Fang Lee Cooke and Sunghoon Kim (eds.), Routledge Handbook of Human Resource Management in Asia, Chapter 4, pp.66-84, Routledge

Branine, M. and Avramenko, A. (2015), “A Comparative Analysis of Graduate Employment Prospects in European Labour Markets: A Study of Graduate Recruitment in Four Countries”, Higher Education Quarterly, Vol.69, No.4, pp.342-365

Saquifa B. Seraj , Maria Tsouroufli , Mohamed Branine (2015), Gender, Mentoring and Social Capital in the National Health Service (NHS) in Scotland, UK, in Maria Tsouroufli (ed.) Gender, Careers and Inequalities in Medicine and Medical Education: International Perspectives (International Perspectives on Equality, Diversity and Inclusion, Volume 2) Emerald Group Publishing Limited, pp.43 - 68 

 Aravopoulou, Eleni and Branine, M. (2014) ‘An investigation into employees’ responses to organizational changes introduced in the banking sector of Greece: The case of Piraeus bank group’, paper presented at the 15th International Conference on HRD: Reflecting upon the past, Shaping the Future”, Edinburgh Napier University, 3- 6 June 2014.

Seraj, S. B. and Branine, M.( 2014), ‘Managing gender diversity at the senior management levels of the National Health Service (NHS): study of a Scottish NHS Board’, paper presented at the 8th Biennial International Interdisciplinary Conference on Managing Diversity, University of Keele, Staffordshire, June 24th -26th, 2014 

Branine, M. , Pollard D. and Analoui, F.  (2011) “Organizational downsizing and new venture creation in transitional economies: A study of managerial effectiveness in transition”, International Journal of Entrepreneurship and Small Business, Vol.13, No.3, pp.313-332

Analoui, F., Chanzi Bao and Branine, M. (2011) “Leadership and Managerial Effectiveness: The case of MNCs’ Chinese Subsidiaries”, International Journal of Entrepreneurship and Small Business, Vol.13, No.3, pp.366-393

Branine, M. and Pollard, D. (2010) "Human resource management with Islamic management principles: A dialectic for a reverse diffusion in management", Personnel Review, Vol. 39, No. 6, pp.712 - 727

Branine, M. (2009), Higher Education and the Graduate Labour Market in Europe: Expectations and Realities, in Hotho, S. and Juerke, E. (eds), Creativity, Competence and International Dimension: Business Education, Business and Knowledge Tranfer in a Changing World, Abertay University Press: Dundee

Branine, M. (2008), ‘Graduate recruitment and selection in the UK: a study of recent changes in methods and expectations’, Career Development International, Vol.13, No.6, pp.497-513

Elamin, M.A. and Branine, M. (2008), ‘Politicising the transition: a study of core and boundary relations of power and politics in strategic decision making at Sudatel’, World Review of Entrepreneurship, Management and Sustainable Development,  Vol. 4, No.2/3, pp. 218-421

Branine, M., Fekkar, A. F., Fekkar, O. and Mellahi, K. (2008), ‘Employee relations in Algeria: a historical appraisal’, Employee Relations, Vol.30, No.4, pp.404-421

Branine, M. and Analoui, F. (2008), ‘The Development of Management Skills for Organizational Downsizing and New Venture Creation in Transitional Economies’, International Conference on New Public Sector Reform and its Managerial Challenges,  The Bradford Centre for International Development, University of Bradford, Wednesday 20th February 2008

Branine, M. (2007), ‘Cross-cultural training of managers: An evaluation of a UNDP management development programme for Chinese managers’ in Cornuel, E. (ed.), Leading China’s Future, Future Chinese Leaders- Management Development in China: A snapshot, EFMD (European Foundation for Management Development): Brussels, pp,113-127

Mamman, A;  Eldridge, D & Branine, M (2007).  Skills needs of small and Medium-sized Enterprises: Problems and Prospects in the Informal Sector Employment Creation in Nigeria, Scientific Journal of Administrative Development.  Vol. 5, pp. 145-177

Branine, M. (2006), ‘Human Resource Management in Algeria’, in Budhawar, P. and M. Mellahi (eds.), Human Resource Management in the Middle East, Routledge,  Chapter 14, pp.250-272

Branine, M. and Alanaoui, F. (2006), ‘Human Resource Management in Jordan’, in Budhawar, P. and M. Mellahi (eds.), Human Resource Management in the Middle East, Routledge, Chapter 8, pp.145-159

Branine, M. (2005), “Cross-cultural training of managers: An evaluation of a management development programme for Chinese managers”, Journal of Management Development, Vol.24, No.5, pp. 459-472

More Information


Professor Branine's work and contribution has been recognized by many. For example he:

  • is Academic Fellow of the Chartered Institute of Personnel and Development (CIPD)
  •  is invited regularly as guest speaker/ lecturer by a number of universities in the UK and abroad, including the University of British Columbia, Vancouver; University of International Business and Economics in Beijing; the Universities of Manchester and Lancaster in England and the Universities of St Andrews and Stirling in Scotland.
  • has acted as external examiner of a number of undergraduate and postgraduate degree programmes in more than ten universities. He is currently external examiner for Strathclyde Business School, MSc International HRM and for Manchester University, MSc in HRM (international development).
  • been invited to review papers for publication in HRM and International Business Journals
  • been invited to review research grant applications for research councils and funding bodies.
  • has examined more than 50 PhD and MPhil students in different Universities in the UK and abroad.

Knowledge Exchange

Professor Mohamed Branine has made significant contribution to knowledge in theory and practice over the last 20 years through teaching, research and consultancy. His work has focussed on job creation for and employability of women with family commitments, the unemployed and the newly graduated students. This focus has contributed to the understanding and efficient utilization of flexible working practices such as job sharing and part-time work, equal opportunities in relation to gender and age, employment initiatives for the unemployed, and employment prospects of young people leaving further and higher education. This research has had national and European wide impact on policy and decision makers. For example, in response to the coalition government report on allowing new fathers to take up to ten months of paid paternity leave, the Scotsman Newspaper quoted an interview with Prof. Branine as follows:

"Professor Mohamed Branine, an expert in international human resource management at the University of Abertay Dundee, said employees and employers must think carefully about where to draw the line between personal and professional priorities.

He said: "This report is an important warning, particularly given that current economic pressures and uncertainty over jobs are resulting in many people working longer hours. The key to a solution, however, is for people to work more effectively rather than work longer and harder.

"New technologies have played a factor in people working longer hours, with e-mail instantly accessible from mobile phones, but technology also plays an important role in increasing productivity.

"Management and employees should look at how they can effectively use new technology to manage and reduce their workloads, not continually overburden themselves."

He added: "The ideal solution is not job-sharing, but work- sharing. Instead of a single role being done by two or more people, is it possible for an eight-hour day to be reduced to a six-hour day? Can three people work as a team to meet all the demands of two positions? Smaller adjustments like this and smarter working are the answer."

Professor Branine was also invited by the Council of Europe to attend the first meeting to launch a project on 'Quality job creation through community support' held in Strasbourg on 15th and 16th June 2010, and to the second meeting on 4th and 5th October 2010  to advise on the production of a policy document for the European Commission. The project “Quality job creation through community support” set out to:

  1. explore various ideas on the basis of existing experiments;
  2. formalise approaches to job creation through community support, adaptable to different contexts;
  3. test these approaches in territories which have volunteered for the purpose;
  4. facilitate capitalisation and transmission of the more innovative experiments;
  5. make proposals for policies to facilitate job creation through community support, complementing existing employment policies at local, regional, national or European levels.

Based on his earlier publications on Job sharing, Professor Branine was asked to contribute to the development of methods of sharing work among those who are extremely busy and would like to reduce their working hours and those who have the same basic qualifications but cannot find a job owing to lack of experience and on how work-sharing can be systematically organized in an individual enterprise by reducing working hours for each employee in order to retain all the jobs in the company and thus prevent mass redundancies. 

Meet the rest of the team

Ms Claire MacEachen

Ms Claire MacEachen

Central School (DBS) | Academic Curriculum Manager

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